at Unati Mabandla and Associates
November 2017 - at Present
Province of KwaZulu-Natal
Independent Consultant and Owner of HR Consulting company: Clients: KZN Gaming and Betting Board, consulted for Helen Lucre Resourcing (specialist IT recruitment), Africa Health Research Institute (AHRI), Department of Science and Technology Non-Executive Board Member at Small Enterprise Foundation SEF, Chair Person of the HR and Remuneration Committee .
Management Development Program
2014 - 2014 (1 year) Gauteng
at Maurice Kerrigan
2013 - 2013 (1 year)
2002 - 2002 (1 year) Gauteng
BA Industrial Psychology
at Walter Sisulu University (previous UNITRA)
1990 - 1993 (3 years) Province of KwaZulu-Natal
Conduct an overall assessment of Human Resources function. Identified any shortcomings or gaps and devised strategies to deal with the shortcomings and gaps. Audit current job descriptions and assess appropriateness of the grading of each job family/role. Provide training to Managers and HR professionals on writing of job description and review thereof. Identified positions that were incorrectly graded, prepare submissions to Board for corrective strategy. Established a Job Evaluation Committee, train members on the role and processes to be followed. Undertake salary bench-marking exercise with similar entities and organisations in the Province and nationally to match the jobs to correct remuneration levels. Prepared a detailed submission for the adjustment of employee’s salary structures, for approval and implementation. Present, workshop findings with senior management and Board members, and HR Committee members. Human Resources team Capacity Building.
Review policies and procedures. Create standard operating procedures for all HR processes.
Develop an Employee value proposition. Create an employee on-boarding process and formulate tool kit to be used for implementation. Training of HR Team on business partnering principles. Review recruitment process and implement process improvement. Appoint appropriate personnel to continue delivering HR Strategy and drive implementation where necessary. Identified barriers to the achievement of Employment Equity goals especially at Senior Management level and People Leaving with Disabilities. identify possible areas of unfair discrimination in employment. Review relevant policies, practices, and recruitment processes to assess alignment to Employment Equity in terms of the gender, disability and racial targets. Identify unspoken/hidden enabling factors for men and women in terms of entry into top management level. To recommend initiatives that can be put in place to enhance the organisations implementation of Employment Equity. Provide a comprehensive report on findings and recommendations for the Department’s employment equity plan. Roll out Global Employee Engagement Survey. Roll out and Implement the Holdings Human Resources Information System (Success Factor). Develop competency based recruitment capability. Coordinate competency based recruitment training for Holdings Managers. Integrate and ensure that the Competencies framework is entrenched throughout the business. Implement talent planning process. Develop a plan, implement retention plan using group Retention framework. Manage group wide employee recognition program. Manage group Women’s forum. Implement and manage employee wellness program. HR Strategic alignment to group objectives. Manage group payroll administration, manage payment of Salaries monthly through Finance department. Manage relationships and maximise benefits from SETA and other related government agencies. Manage and direct employee relations. Advise and chair disciplinary and grievance process. Manage stake holders and be a conduit for successful relationships with all stake holders, including organised labour, management, employees and related government agencies. Ensure compliance of the HR functionality to all related legislation.
Knowledge and keywords
Southern sotho Conversation